{"id":3810,"date":"2019-09-26T12:24:31","date_gmt":"2019-09-26T11:24:31","guid":{"rendered":"http:\/\/www.big5assessments.com\/blog\/?p=3810"},"modified":"2022-04-25T11:29:44","modified_gmt":"2022-04-25T10:29:44","slug":"see-behind-a-good-impression","status":"publish","type":"post","link":"https:\/\/www.big5assessments.com\/blog\/candidates-scoring\/see-behind-a-good-impression\/","title":{"rendered":"See behind a good impression"},"content":{"rendered":"\n

Good Impression bias, or Social\nDesirability bias, occurs in many different areas of life. It simply refers to\nan individual giving you answers based on what they think you would like to\nhear. This can potentially cause a lot of issues in terms of recruitment for\nthe workplace or personality assessments. Good Impression bias is one of the\nkey issues facing the use of questionnaires, such as personality assessments,\nas it can often lead to the results being unreliable. <\/p>\n\n\n\n

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Too good to be true?<\/figcaption><\/figure><\/div>\n\n\n\n

The Impact on Personality Assessments<\/strong><\/p>\n\n\n\n

It has been acknowledged that any use of\nquestionnaires can lead the results to be skewed. For example, you know that\ntaking drugs is wrong, so you\u2019re not going to admit it to a potential employer.\nThe way around this is to word questions in a well thought out way, avoiding\ndirectly asking questions that would normally lead to biases occurring. <\/p>\n\n\n\n

The\nGood Impression Scale of the Big5Assessments \u00ae Personality Assessment studies\nbehaviours that are \u2018too good to be true\u2019. If the respondent completing the\nquestionnaire answers too many questions in a way that suggests Good Impression\nbias is occurring, this system has algorithms in place to identify and\ncorrelate these responses on the Good Impressions Scale. This enables you to\nquestion how truthful the respondent is being and whether the results will\naccurately reflect that person. This removes some of the bias from the\nquestionnaire, making it more reliable. <\/p>\n\n\n\n

What\nDoes It Mean If A Person Scores Highly on The Good Impressions Scale?<\/strong><\/p>\n\n\n\n

In\naddition to the fact that alarm bells should be ringing about the truthfulness\nof the respondent, high Good Impression Scale scores often indicate that the\nindividual has trouble accepting blame, strives to be socially accepted and is\nsocially sensitive. These traits can be very useful in some jobs, but the\nbeauty of this Good Impression Scale is that you are aware of these traits\nprior to recruiting a person, allowing you to find the best fit for the job. At\nthe very least, identifying these high scores allows you to proceed with\ncaution when making decisions that affect your company. <\/p>\n\n\n\n

In\nSummary\u2026<\/strong><\/p>\n\n\n\n

Using\nthe Good Impression Scale of the Big5Assessments\u00ae Personality Assessment puts\nthe reigns back in your hands. It gives you further insight into potential candidates,\nallowing you to make informed choices for your company. The more you know about\nyour candidates, the more you can be sure you\u2019ve found the right fit. By\nidentifying that Good Impression bias has taken place, you are able to use this\nknowledge to your advantage, allowing you to analyse the situation and make the\nbest decisions for your company. <\/p>\n","protected":false},"excerpt":{"rendered":"

Good Impression bias, or Social Desirability bias, occurs in many different areas of life. It simply refers to an individual giving you answers based on what they think you would like to hear. This can potentially cause a lot of issues in terms of recruitment for the workplace or personality assessments. Good Impression bias is […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-3810","post","type-post","status-publish","format-standard","hentry","category-candidates-scoring"],"_links":{"self":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/3810"}],"collection":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/comments?post=3810"}],"version-history":[{"count":4,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/3810\/revisions"}],"predecessor-version":[{"id":3821,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/3810\/revisions\/3821"}],"wp:attachment":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/media?parent=3810"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/categories?post=3810"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/tags?post=3810"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}